Determine the following: a. Similarities of approach by the store supervisor and general manager b. Similarities of approach by Joe and Frank, and Employees c. Similarities of approach by factory manager and the union d. Similarities of approach being suggested by the Lawyers and suggested by the union.
Determine the following: a. Similarities of approach by the store supervisor and general manager b. Similarities of approach by Joe and Frank, and Employees c. Similarities of approach by factory manager and the union d. Similarities of approach being suggested by the Lawyers and suggested by the union.
Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment
Section: Chapter Questions
Problem 1CE
Related questions
Question
100%
Determine the following:
a. Similarities of approach by the store supervisor and general manager
b. Similarities of approach by Joe and Frank, and Employees
c. Similarities of approach by factory manager and the union
d. Similarities of approach being suggested by the Lawyers and suggested by the union.
![The Union was anxious not to lose its
membership at the Company and it
approached the Company. It suggested
that the strikers be reinstated. The
Company refused, and the Union then
suggested that the case of Joe and Frank
be taken to an independent arbitrator for
determination. When the Company
refused, it launched a consumer boycott
against the Company with the support of
various sympathetic political and church
organizations. The Company felt morally
obliged to stand its ground against the
Union and its supporters because it
believed that their real intention was either
to destroy it or to take it over.
was
The employees on the other hand
believed that the Company
determined to rid itself of the Union. They
felt Joe and Frank's original demand was
reasonable and they felt that they had to
fight to the bitter end for their jobs.](/v2/_next/image?url=https%3A%2F%2Fcontent.bartleby.com%2Fqna-images%2Fquestion%2F3f61368b-5b7d-442d-b550-ed53b144ceb0%2F8baed775-a92f-4f58-a07b-6d955bf5a57a%2F32szjl7_processed.jpeg&w=3840&q=75)
Transcribed Image Text:The Union was anxious not to lose its
membership at the Company and it
approached the Company. It suggested
that the strikers be reinstated. The
Company refused, and the Union then
suggested that the case of Joe and Frank
be taken to an independent arbitrator for
determination. When the Company
refused, it launched a consumer boycott
against the Company with the support of
various sympathetic political and church
organizations. The Company felt morally
obliged to stand its ground against the
Union and its supporters because it
believed that their real intention was either
to destroy it or to take it over.
was
The employees on the other hand
believed that the Company
determined to rid itself of the Union. They
felt Joe and Frank's original demand was
reasonable and they felt that they had to
fight to the bitter end for their jobs.
![CASE STUDY
JOE AND FRANK
In June, the Company computerized its
stores department. Joe, the chief shop
steward and Frank, an active Union
member, who were employed as stores'
clerks, slowly taught themselves how to
operate the computer terminals in the
stores. They were keen to improve their
skills and educational level. A year later,
they had mastered the computer terminal
in the stores and were performing the jobs
of computer operators. They felt they
should receive some recognition and
maybe some additional remuneration.
Joe then approached the stores
supervisor and asked that the Company
re-grade him and Frank upward. The
stores' supervisor, having been able to
rely on Joe and Frank's skills, had not
himself mastered the terminal. He feared
that Joe and Frank were trying to
supersede him, so he said he would look
into the matter but notwithstanding
numerous reminders to him, he did
nothing.
Joe and Frank then approached the
factory manager and demanded that he
immediately re-grade them upwards. He
said that he would consider their demand
and come back to them. He spoke to the
Company's general manager. His attitude
was that recognition might have been due
to Frank and Joe but that job grading was
a management prerogative. He feared that
if they talked to Joe as senior shop
steward about job grading, this would set
a dangerous precedent and would
constitute a victory for the Union in its
pursuit of employee control. Although the
factory manager wanted to discuss the
matter with the employees in order to find
a satisfactory outcome the general
manager decided that it would be best not
to respond to Joe and Frank because any
response would constitute a concession to
negotiate about a management
prerogative.
Joe and Frank eventually decided that if
the Company were not prepared to re-
grade them, then they would stop using
the computer.
Joe and Frank were determined to
pressurize the Company into giving them
the recognition they demanded. They
knew that the Company needed their
computer skills and they believed that if
they withheld them, the Company would
be forced to submit.
On the first day of their refusal they
received a warning for failing to use the
computer.
When they continued with their refusal
they were given a final written warning for
in subordination. They continued their
refusal and finally they were summoned to
a disciplinary enquiry and after a full
hearing they were dismissed for
in subordination.
The employees at the Company were
incensed. They believed that the real
reason for the dismissal was that the
Company wanted to get rid of the Union.
They therefore stopped work and
demanded Joe and Frank's reinstatement.
The Company informed them that their
work stoppage was illegal and that they
would not talk to them until they returned
to work. The employees did not heed
management's request and began singing
and marching in the car park.
The employees continued with their strike
the following day. The Company's lawyers
suggested that they resolve the dispute by
going to court for an interdict ordering the
striking employees to return to work. The
Company gave the employees an
ultimatum to return to work. When they did
not heed the ultimatum they were
di smissed.](/v2/_next/image?url=https%3A%2F%2Fcontent.bartleby.com%2Fqna-images%2Fquestion%2F3f61368b-5b7d-442d-b550-ed53b144ceb0%2F8baed775-a92f-4f58-a07b-6d955bf5a57a%2Fiyhn8kd_processed.jpeg&w=3840&q=75)
Transcribed Image Text:CASE STUDY
JOE AND FRANK
In June, the Company computerized its
stores department. Joe, the chief shop
steward and Frank, an active Union
member, who were employed as stores'
clerks, slowly taught themselves how to
operate the computer terminals in the
stores. They were keen to improve their
skills and educational level. A year later,
they had mastered the computer terminal
in the stores and were performing the jobs
of computer operators. They felt they
should receive some recognition and
maybe some additional remuneration.
Joe then approached the stores
supervisor and asked that the Company
re-grade him and Frank upward. The
stores' supervisor, having been able to
rely on Joe and Frank's skills, had not
himself mastered the terminal. He feared
that Joe and Frank were trying to
supersede him, so he said he would look
into the matter but notwithstanding
numerous reminders to him, he did
nothing.
Joe and Frank then approached the
factory manager and demanded that he
immediately re-grade them upwards. He
said that he would consider their demand
and come back to them. He spoke to the
Company's general manager. His attitude
was that recognition might have been due
to Frank and Joe but that job grading was
a management prerogative. He feared that
if they talked to Joe as senior shop
steward about job grading, this would set
a dangerous precedent and would
constitute a victory for the Union in its
pursuit of employee control. Although the
factory manager wanted to discuss the
matter with the employees in order to find
a satisfactory outcome the general
manager decided that it would be best not
to respond to Joe and Frank because any
response would constitute a concession to
negotiate about a management
prerogative.
Joe and Frank eventually decided that if
the Company were not prepared to re-
grade them, then they would stop using
the computer.
Joe and Frank were determined to
pressurize the Company into giving them
the recognition they demanded. They
knew that the Company needed their
computer skills and they believed that if
they withheld them, the Company would
be forced to submit.
On the first day of their refusal they
received a warning for failing to use the
computer.
When they continued with their refusal
they were given a final written warning for
in subordination. They continued their
refusal and finally they were summoned to
a disciplinary enquiry and after a full
hearing they were dismissed for
in subordination.
The employees at the Company were
incensed. They believed that the real
reason for the dismissal was that the
Company wanted to get rid of the Union.
They therefore stopped work and
demanded Joe and Frank's reinstatement.
The Company informed them that their
work stoppage was illegal and that they
would not talk to them until they returned
to work. The employees did not heed
management's request and began singing
and marching in the car park.
The employees continued with their strike
the following day. The Company's lawyers
suggested that they resolve the dispute by
going to court for an interdict ordering the
striking employees to return to work. The
Company gave the employees an
ultimatum to return to work. When they did
not heed the ultimatum they were
di smissed.
Expert Solution
![](/static/compass_v2/shared-icons/check-mark.png)
This question has been solved!
Explore an expertly crafted, step-by-step solution for a thorough understanding of key concepts.
Step by step
Solved in 2 steps
![Blurred answer](/static/compass_v2/solution-images/blurred-answer.jpg)
Recommended textbooks for you
![Understanding Business](https://www.bartleby.com/isbn_cover_images/9781259929434/9781259929434_smallCoverImage.gif)
Understanding Business
Management
ISBN:
9781259929434
Author:
William Nickels
Publisher:
McGraw-Hill Education
![Management (14th Edition)](https://www.bartleby.com/isbn_cover_images/9780134527604/9780134527604_smallCoverImage.gif)
Management (14th Edition)
Management
ISBN:
9780134527604
Author:
Stephen P. Robbins, Mary A. Coulter
Publisher:
PEARSON
![Spreadsheet Modeling & Decision Analysis: A Pract…](https://www.bartleby.com/isbn_cover_images/9781305947412/9781305947412_smallCoverImage.gif)
Spreadsheet Modeling & Decision Analysis: A Pract…
Management
ISBN:
9781305947412
Author:
Cliff Ragsdale
Publisher:
Cengage Learning
![Understanding Business](https://www.bartleby.com/isbn_cover_images/9781259929434/9781259929434_smallCoverImage.gif)
Understanding Business
Management
ISBN:
9781259929434
Author:
William Nickels
Publisher:
McGraw-Hill Education
![Management (14th Edition)](https://www.bartleby.com/isbn_cover_images/9780134527604/9780134527604_smallCoverImage.gif)
Management (14th Edition)
Management
ISBN:
9780134527604
Author:
Stephen P. Robbins, Mary A. Coulter
Publisher:
PEARSON
![Spreadsheet Modeling & Decision Analysis: A Pract…](https://www.bartleby.com/isbn_cover_images/9781305947412/9781305947412_smallCoverImage.gif)
Spreadsheet Modeling & Decision Analysis: A Pract…
Management
ISBN:
9781305947412
Author:
Cliff Ragsdale
Publisher:
Cengage Learning
![Management Information Systems: Managing The Digi…](https://compass-isbn-assets.s3.amazonaws.com/isbn_cover_images/9780135191798/9780135191798_smallCoverImage.jpg)
Management Information Systems: Managing The Digi…
Management
ISBN:
9780135191798
Author:
Kenneth C. Laudon, Jane P. Laudon
Publisher:
PEARSON
![Business Essentials (12th Edition) (What's New in…](https://www.bartleby.com/isbn_cover_images/9780134728391/9780134728391_smallCoverImage.gif)
Business Essentials (12th Edition) (What's New in…
Management
ISBN:
9780134728391
Author:
Ronald J. Ebert, Ricky W. Griffin
Publisher:
PEARSON
![Fundamentals of Management (10th Edition)](https://www.bartleby.com/isbn_cover_images/9780134237473/9780134237473_smallCoverImage.gif)
Fundamentals of Management (10th Edition)
Management
ISBN:
9780134237473
Author:
Stephen P. Robbins, Mary A. Coulter, David A. De Cenzo
Publisher:
PEARSON